Background

Amref Health Africa in Kenya is the country programme office of Amref Health Africa, Africa’s largest International Health NGO. This is the largest and oldest country programme in Africa with an average annual budget of USD 40million. We have 19 innovative products and project models that have successfully been implemented and transformed 5.4 million lives...

JOB PURPOSE

The HR Generalist supports the HR Business Partner, HQ in delivering reliable, responsive and employee-centred human resource services across the employee lifecycle. The role combines strong day-to-day people operations with future-focused HR practices by coordinating recruitment and onboarding, employee relations and experience, performance and talent processes, learning and future skills, workforce analytics, digital HR solutions and compliance. Through accurate service delivery, practical guidance, data-informed insights and continuous improvement, the role helps create an inclusive, agile and digitally enabled workplace while ensuring HR programmes and processes are implemented in line with organisational policies and applicable employment requirements.

PRIMARY RESPONSIBILITIES

HR Operations, Employee Lifecycle and Service Delivery

• Coordinate employee lifecycle processes, including appointment, onboarding, probation and confirmation, contract changes and renewals, transfers, leave administration, separation and offboarding.
• Prepare accurate and timely employment documentation, employee correspondence and HR confirmations, and maintain trackers for contracts and other time-bound actions.
• Maintain complete, accurate and confidential employee records in the HR information system and personnel files, in line with data protection and records-management requirements.
• Support payroll and benefits administration by providing validated employee changes, completing routine reconciliations and resolving data discrepancies within agreed timelines.
• Provide first-line guidance to employees and managers on HR policies, processes and self-service tools, resolving routine queries and escalating complex or sensitive matters appropriately.
• Monitor recurring service queries and employee pain points and recommend practical improvements to the HR Business Partner.

Talent Acquisition, Onboarding and Workforce Planning Support

• Support workforce planning by maintaining current headcount and vacancy information, tracking upcoming contract decisions and identifying emerging staffing or capability needs for review by the HR Business Partner.
• Coordinate recruitment processes from approved requisition through appointment, including job posting, application management, shortlisting administration, interview scheduling, candidate communication, pre-employment checks and appointment documentation.
• Support hiring managers to apply fair, inclusive and competency-based selection processes and maintain complete recruitment records in line with organisational policy.
• Coordinate onboarding and induction, including pre-boarding arrangements and scheduled follow-up, to help new employees integrate quickly and understand performance, culture, safeguarding and compliance expectations.
• Maintain recruitment and onboarding dashboards, monitor agreed timelines and candidate or new-joiner experience, and flag delays or improvement opportunities.
• Support development of talent pools for recurring and critical roles in line with approved workforce priorities.

Employee Relations, Experience, Wellbeing and Culture

• Provide first-line support on routine employee relations matters, maintain accurate case records and refer complex, high-risk or sensitive cases to the HR Business Partner.
• Support fair and consistent implementation of employee relations processes, including attendance, conduct, grievance and performance-related matters, within established procedures.
• Coordinate employee listening, engagement, wellbeing and recognition initiatives; analyse feedback and track agreed actions with relevant leaders and teams.
• Gather feedback at key moments in the employee journey and use it to recommend improvements to employee experience and HR service delivery.
• Promote an inclusive, respectful and psychologically safe workplace by reinforcing organisational values, equity and inclusion, safeguarding expectations and relevant people policies.

Performance, Talent, Learning and Future Skills

• Coordinate key stages of the performance management cycle, including goal setting, check-ins, review periods, documentation, completion tracking and follow-up with managers and employees.
• Support talent review, succession and employee development processes under the guidance of the HR Business Partner and relevant specialist teams.
• Coordinate learning-needs inputs and learning activities, including nominations, logistics, attendance, evaluation and maintenance of accurate training records.
• Track individual development plans, career-development actions and agreed learning commitments and provide completion and impact updates.
• Support initiatives that build future-relevant capabilities, including digital fluency, data literacy, collaboration, adaptability and people-management skills.

People Analytics and Workforce Insights

• Maintain accurate workforce dashboards and trackers covering headcount, vacancies, contract status, recruitment, onboarding, turnover, absence, performance, learning and other agreed people indicators.
• Compile and analyse workforce data, identify patterns and emerging risks, and prepare concise reports and insights for the HR Business Partner and management decision-making.
• Support data quality checks, reconciliations and consistent use of workforce definitions across HR records, systems and reports.
• Translate employee and workforce data into practical follow-up actions and track whether agreed interventions deliver the intended improvement.

HR Technology, Automation and Continuous Improvement

• Promote effective use of the HR information system, employee and manager self-service tools and approved digital workflows, and provide user guidance where required.
• Identify opportunities to simplify, standardise or automate repetitive HR processes while maintaining appropriate controls and a positive employee experience.
• Use approved digital and artificial intelligence-enabled tools responsibly to improve accuracy, insight and turnaround time, while ensuring data privacy, human oversight and compliance with organisational requirements.
• Maintain clear process maps, user guides and standard operating materials and support adoption of new HR tools and ways of working.
• Gather user feedback after process or technology changes and recommend refinements based on service data and employee experience.

Policy, Risk, Governance and Change Support

• Support consistent application of organisational HR policies, procedures and internal controls and monitor completion of required documentation.
• Help ensure HR processes comply with applicable employment legislation, data protection, safeguarding and organisational requirements.
• Prepare documentation for internal and external audits, maintain agreed action trackers and support timely closure of HR findings and risks.
• Support people-related change initiatives through accurate employee data, coordinated communications, stakeholder follow-up and practical adoption support.
• Contribute operational insights to policy and process reviews and help communicate approved changes in clear and accessible language.
• Handle employee information with discretion and maintain strict confidentiality in all HR activities.

Qualifications

Academic Qualifications

• Bachelor’s degree in Human Resource Management, Business Administration or a related field.

Professional Qualifications / Memberships

• Higher Diploma in Human Resource Management, CHRP qualification or an equivalent professional credential.
• Current membership of the Institute of Human Resource Management or another relevant professional body, as applicable.

Experience

• Minimum of three (3) to five (5) years of relevant experience in an HR generalist or comparable role.
• Demonstrated experience supporting HR operations, recruitment and onboarding, employee relations, performance and learning processes, HR reporting and compliance in a diverse work environment.
• Practical experience using an HR information system and workforce data to support service delivery and decision-making.
• Exposure to HR digitalisation, process improvement, employee-experience or organisational-change initiatives is an advantage.

Knowledge, Skills and Competencies

• Sound knowledge of end-to-end HR operations, employee lifecycle processes and contemporary people practices.
• Working knowledge of Kenyan employment legislation, HR compliance, governance, data protection and safeguarding requirements.
• Ability to provide responsive, accurate and practical HR support while maintaining a strong employee and manager service orientation.
• Strong employee-relations judgement, including the ability to recognise risk, maintain accurate records and escalate matters appropriately.
• Strong planning, project-coordination and organisational skills, with the ability to manage competing priorities and deliver within agreed timelines.
• Strong interpersonal, written and verbal communication skills and the ability to build effective working relationships across teams and levels.
• Analytical capability, including the ability to interpret workforce data, identify trends and present clear, decision-relevant insights.
• Digital literacy and proficiency in HR information systems, Microsoft Office applications, reporting tools and employee self-service platforms.
• Curiosity and confidence to learn and responsibly apply emerging HR technologies, automation and artificial intelligence-enabled tools.
• Process-improvement mindset, with the ability to identify inefficiencies, propose practical solutions and support adoption of new ways of working.
• Adaptability and change orientation, with an interest in future workforce capabilities and evolving employee expectations.
• Ability to handle sensitive and confidential information with professionalism, discretion and integrity.
• Commitment to equity, diversity, inclusion, safeguarding, wellbeing and a positive employee experience.
• Collaborative, accountable and service-oriented approach, with a commitment to continuous learning and high-quality delivery.

• Coordinate employee lifecycle processes, including appointment, onboarding, probation and confirmation, contract changes and renewals, transfers, leave administration, separation and offboarding.
• Prepare accurate and timely employment documentation, employee correspondence and HR confirmations, and maintain trackers for contracts and other time-bound actions.
• Maintain complete, accurate and confidential employee records in the HR information system and personnel files, in line with data protection and records-management requirements.
• Support payroll and benefits administration by providing validated employee changes, completing routine reconciliations and resolving data discrepancies within agreed timelines.
• Provide first-line guidance to employees and managers on HR policies, processes and self-service tools, resolving routine queries and escalating complex or sensitive matters appropriately.
• Monitor recurring service queries and employee pain points and recommend practical improvements to the HR Business Partner.
• Support workforce planning by maintaining current headcount and vacancy information, tracking upcoming contract decisions and identifying emerging staffing or capability needs for review by the HR Business Partner.
• Coordinate recruitment processes from approved requisition through appointment, including job posting, application management, shortlisting administration, interview scheduling, candidate communication, pre-employment checks and appointment documentation.
• Support hiring managers to apply fair, inclusive and competency-based selection processes and maintain complete recruitment records in line with organisational policy.
• Coordinate onboarding and induction, including pre-boarding arrangements and scheduled follow-up, to help new employees integrate quickly and understand performance, culture, safeguarding and compliance expectations.
• Maintain recruitment and onboarding dashboards, monitor agreed timelines and candidate or new-joiner experience, and flag delays or improvement opportunities.
• Support development of talent pools for recurring and critical roles in line with approved workforce priorities.
• Provide first-line support on routine employee relations matters, maintain accurate case records and refer complex, high-risk or sensitive cases to the HR Business Partner.
• Support fair and consistent implementation of employee relations processes, including attendance, conduct, grievance and performance-related matters, within established procedures.
• Coordinate employee listening, engagement, wellbeing and recognition initiatives; analyse feedback and track agreed actions with relevant leaders and teams.
• Gather feedback at key moments in the employee journey and use it to recommend improvements to employee experience and HR service delivery.
• Promote an inclusive, respectful and psychologically safe workplace by reinforcing organisational values, equity and inclusion, safeguarding expectations and relevant people policies.
• Coordinate key stages of the performance management cycle, including goal setting, check-ins, review periods, documentation, completion tracking and follow-up with managers and employees.
• Support talent review, succession and employee development processes under the guidance of the HR Business Partner and relevant specialist teams.
• Coordinate learning-needs inputs and learning activities, including nominations, logistics, attendance, evaluation and maintenance of accurate training records.
• Track individual development plans, career-development actions and agreed learning commitments and provide completion and impact updates.
• Support initiatives that build future-relevant capabilities, including digital fluency, data literacy, collaboration, adaptability and people-management skills.
• Maintain accurate workforce dashboards and trackers covering headcount, vacancies, contract status, recruitment, onboarding, turnover, absence, performance, learning and other agreed people indicators.
• Compile and analyse workforce data, identify patterns and emerging risks, and prepare concise reports and insights for the HR Business Partner and management decision-making.
• Support data quality checks, reconciliations and consistent use of workforce definitions across HR records, systems and reports.
• Translate employee and workforce data into practical follow-up actions and track whether agreed interventions deliver the intended improvement.
• Promote effective use of the HR information system, employee and manager self-service tools and approved digital workflows, and provide user guidance where required.
• Identify opportunities to simplify, standardise or automate repetitive HR processes while maintaining appropriate controls and a positive employee experience.
• Use approved digital and artificial intelligence-enabled tools responsibly to improve accuracy, insight and turnaround time, while ensuring data privacy, human oversight and compliance with organisational requirements.
• Maintain clear process maps, user guides and standard operating materials and support adoption of new HR tools and ways of working.
• Gather user feedback after process or technology changes and recommend refinements based on service data and employee experience.
• Support consistent application of organisational HR policies, procedures and internal controls and monitor completion of required documentation.
• Help ensure HR processes comply with applicable employment legislation, data protection, safeguarding and organisational requirements.
• Prepare documentation for internal and external audits, maintain agreed action trackers and support timely closure of HR findings and risks.
• Support people-related change initiatives through accurate employee data, coordinated communications, stakeholder follow-up and practical adoption support.
• Contribute operational insights to policy and process reviews and help communicate approved changes in clear and accessible language.
• Handle employee information with discretion and maintain strict confidentiality in all HR activities.

• Sound knowledge of end-to-end HR operations, employee lifecycle processes and contemporary people practices.
• Working knowledge of Kenyan employment legislation, HR compliance, governance, data protection and safeguarding requirements.
• Ability to provide responsive, accurate and practical HR support while maintaining a strong employee and manager service orientation.
• Strong employee-relations judgement, including the ability to recognise risk, maintain accurate records and escalate matters appropriately.
• Strong planning, project-coordination and organisational skills, with the ability to manage competing priorities and deliver within agreed timelines.
• Strong interpersonal, written and verbal communication skills and the ability to build effective working relationships across teams and levels.
• Analytical capability, including the ability to interpret workforce data, identify trends and present clear, decision-relevant insights.
• Digital literacy and proficiency in HR information systems, Microsoft Office applications, reporting tools and employee self-service platforms.
• Curiosity and confidence to learn and responsibly apply emerging HR technologies, automation and artificial intelligence-enabled tools.
• Process-improvement mindset, with the ability to identify inefficiencies, propose practical solutions and support adoption of new ways of working.
• Adaptability and change orientation, with an interest in future workforce capabilities and evolving employee expectations.
• Ability to handle sensitive and confidential information with professionalism, discretion and integrity.
• Commitment to equity, diversity, inclusion, safeguarding, wellbeing and a positive employee experience.
• Collaborative, accountable and service-oriented approach, with a commitment to continuous learning and high-quality delivery.

• Bachelor’s degree in Human Resource Management, Business Administration or a related field.
• Higher Diploma in Human Resource Management, CHRP qualification or an equivalent professional credential.
• Current membership of the Institute of Human Resource Management or another relevant professional body, as applicable.
• Minimum of three (3) to five (5) years of relevant experience in an HR generalist or comparable role.
• Demonstrated experience supporting HR operations, recruitment and onboarding, employee relations, performance and learning processes, HR reporting and compliance in a diverse work environment.
• Practical experience using an HR information system and workforce data to support service delivery and decision-making.
• Exposure to HR digitalisation, process improvement, employee-experience or organisational-change initiatives is an advantage.